core - communication and information related personnel€¦ · ·...

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9com/core/hkm -9(81)-

GUIDELINESJOB PROFILE COMPETENCY PROFILE

Generic job content Examples of job outputs Key Competencies Learning indicators

(a) (b) (c) (d)

INTERACTION WITH CLIENTS/ STAFF* Exchange more detailed information

regarding departmental and Public Servicepolicy/strategy as well as relationshipmanagement

SUPERVISORY/MANAGEMENT* Formal disciplinary authority over personnel* Authority in respect of quality control* Training and development* Technical advice and guidance* Sub-directorate management* Establish control and planning

* Local government authorities* Traditional leaders* International community* NG0* Educational institution* Library suppliers* Co-workers* Supervisors* Management* Other departments/provincial administrations* Legal practitioners* Private sector institutions* Media

* Personnel Performance Management System* Train and develop personnel* Allocate tasks* Maintain discipline

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(a) (b) (c) (d)

JOB INFORMATION* Receive guidance/advice on a wide range

of unrelated subjects in the absence of anestablished framework

* Information may be unfamiliar to thepostholder and/or require an in-depthanalysis and some interpretation beforeaction can be taken

PROBLEM SOLVING* Solve complex problems by analysing a

variety of information and conclusions arereached by evaluating a wide range ofalternative options which may be totallynew or unprecedented

PLANNING* Planning in respect of own work and that of

a sub-directorate* Provide input to strategic planning

DECISION MAKING* Decisions in respect of own work* Decisions in respect of the work of others* Make recommendations with regard to

policies/strategies for the department/provincial administra tion

* Control projects

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(a) (b) (c) (d)

* Issue publications* Organise press conference

* Analytical thinking

FINANCIAL RESOURCES* Control expenditure of others* Monitor budget levels by analysing

financial data* Authorise expenditure in some cases* May be a budget holder* Major budget planning* Recommend budget levels

USAGE OF EQUIPMENT AND MACHINERY* Use of variety of equipment* Control equipment used by others* Influence on buying decisions

INVOLVEMENT WITH STORES* Contribute towards the efficient

management of stores

ADVICE* Give advice on procedural and policy

matters to colleagues and the public* Give advice regarding public relations

* Liaise with different sectors and the broader community on policymatters

* Plan exhibitions* Transl ate/edit documents

* Office: PC, photocopier, etc.* Audio-visuals and photographic equipment, etc.

* Offices* Libraries* Museums

* Advice regarding policies, interpretations etc.

* Ability to relate differentmatters which have commondenominators

* Media relations* Marketing communications

COMMUNICATION* Verbal exchange of

information requiring difficultexplanation as well as tact anddiplomacy relating to variousfields

* Complex notes, memo's andreports

* Cabinet memoranda* Motivation* Negotiations* Press releases* Team building* Presentation

CREATIVITY* Develop new ideas that

impact on existing methods/policies/understanding

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(a) (b) (c) (d)

Level 12: Professionals and Managers

UTILISATION CAPACITY* Conduct research, improve or develop

concepts, theories and operational methodsor apply knowledge relating to informationdissemination and work organisation

* Policy development* Middle Management

AUTONOMY* Specialist tasks with complex work content

requiring frequent interpretation in theabsence of an established framework

* Policy inputs regarding:- The development, provisioning and maintenance of a

comprehensive service- The development and provisioning of goal directed education

and training to all categories of personnel in the functional terrain- The organising and inspection of services- The identification of the needs for improved services- The formulation of programmes and projects and the

implementation thereof* Set objectives* Provide management advice* Monitor budget expenditure* Responsible for information data bank* Implement service delivery initiatives* Provide advice and information on certain ethnic groups and

races* Conduct research and write reports and/or articles about the South

African past* Provide advice on heraldic matters* Contribute to strategic planning* Provide information to clients for research on related topics which

are not necessarily identified by them* Compile press releases* Prepare speeches* Compile annual reports

KNOWLEDGE(See also Annexure A)Knowledge of a wide range of workprocedures and/or processes suchas:-* Finance (category C)* HR matters (category B)* Training (category C)* Compilation of management

reports* Reporting procedures* Research/analysing* Administration procedures

relating to specific workingenvironment including normsand standards

* Planning and organising(category C)

* Computer (category B)

SKILLS* Mathematics* Organising* Ability to operate computer

(both hardware and software)* Problem solving* Interpersonal relationship* Conflict resolution* Project Management* Policy analysis and

development* Policy/objective formulation* Budgeting* Research* Facilitation

QUALIFICATION* Tertiary qualification

TRAINING* Successful completion of a

language test compiled bythe Department of Arts,Culture, Science andTechnology, whereapplicable

EXPERIENCE* Tertiary qualification:

More than 10 years

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GUIDELINES:

PROFESSIONALS ANDMANAGERS

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SALARY RANGE 12PRESCRIPTS GUIDELINES

OCCUPATIONAL CLASSIFICATIONJOBWEIGHTRANGE

SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

642-737 12 80268

50252 D

C5020100 Archivists, curators and related professionals • Professionals and Managers 9(69)

C5020200 Librarians and related professionals • Professionals and Managers 9(69)

C5040100 Historians and Political Scientists • Professionals and Managers 9(69)

C5040200 Language Practitioners, Interpreters andother related communication personnel

• Professionals and Managers 9(69)

C5070100 Authors, Journalists and other writers • Professionals and Managers 9(69)

C6010317 Middle Managers: Communication andInformation related


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(a) (b) (c) (d)

personnel* Authority in respect of quality control* Training and development* Technical advice and guidance* Sub-directorate management* Establish control and planning

* Train and develop personnel* Allocate tasks* Maintain discipline

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(a) (b) (c) (d)

alternative options that may be totally newor unprecedented


a sub-directorate* Provide input to strategic planning


policies/strategies for thedepartment/provincial administra tion

* Control projects


regarding departmental and Public Servicepolicy/strategy

SUPERVISORY/MANAGEMENT* Formal disciplinary authority over

* Local government authorities* Traditional leaders* International community* NGO* Educational institution* Library suppliers* Co-workers* Supervisors* Management* Public* Other departments/provincial administrations* Legal practitioners* Private sector institutions* Media

* Personnel Performance Management System

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(a) (b) (c) (d)

* Plan exhibitions* Translate/edit documents

* Media relations* Marketing communications

FINANCIAL RESOURCES* Control expenditure of others* Monitor budget levels by analysing

financial data* Authorise expenditure in some cases* May be a budget holder





matters to colleagues and the public* Give advice regarding public relations

JOB INFORMATION* Receive guidance/advice on a wide range

of unrelated subjects in the absence of anestablished framework


PROBLEM SOLVING* Solve complex problems by analysing a

variety of information and conclusions arereached by evaluating a wide range of

* Office: PC, photocopier, etc.* Audio-visuals and photographic equipment


* Advice regarding policies, interpretations etc




* Cabinet memoranda* Motivation* Negotiations* Press releases* Team building* Presentation



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(a) (b) (c) (d)







* Policy inputs regarding:- The development, provisioning and maintenance of a

comprehensive administrative and publicity service- The development and provisioning of goal directed education

and training to all categories of personnel in the functional terrain- The organising and inspection of services- The identification of the needs for improved services- The formulation of programmes and projects and the

implementation thereof* Implement service delivery initiatives* Provide advice and information on certain ethnic groups and


African past* Provide advice on heraldic matters* Contribute to strategic planning* Provide information to clients for research on related topics which

are not necessarily identified by them* Compile press releases* Prepare speeches* Compile annual reports* Issue publications* Organise press conferences* Liaise with different sectors and the broader community on policy

matters

KNOWLEDGE(See also Annexure A)Knowledge of a wide range of workprocedures and/or processes suchas:-* Finance (category C)* HR matters (category B)* Training (category C)* Compilation of management






(both hardware and software)* Problem solving* Interpersonal relationship* Conflict resolution* Project Management* Policy analysis and

development* Policy/objectives formulation* Budgeting* Research* Analytical thinking





More than 10 years

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GUIDELINES:


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SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

589-684 11 80267

50251 D

C5020100 Archivists, curators and related professionals • Professionals and Managers 9(64)

C5020200 Librarians and related professionals • Professionals and Managers 9(64)

C5040100 Historians and Political Scientists • Professionals and Managers 9(64)



C5070100 Authors, Journalists and other writers • Professionals and Managers 9(64)



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(a) (b) (c) (d)

SUPERVISORY/MANAGEMENT* Supervision of personnel at lower levels* Formal disciplinary authority over personnel* Authority in respect of quality control* Technical assistance, guidance and advice* Training and development* Establish control and planning

* Other departments/provincial administrations* Supervisors* Public* Legal practitioners* Private sector institutions


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(a) (b) (c) (d)

* Conclusions are reached through theanalysis of complex information fromdifferent sources and levels wherejudgement is required to evaluate the bestcourse(s) of action

policies/understanding


a section* Contribute to strategic planning


policies/strategies for a section of adepartment/ provincial administration


regarding departmental and Public Servicepolicy/strategy

* Management* Educational institutions* Media* International community* NGO* Local government authorities* Library suppliers* Traditional leaders* Co-workers

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(a) (b) (c) (d)

* Liaise with different sectors and the broader community on policymatters

* Plan exhibitions* Translate/edit documents

FINANCIAL RESOURCES* Control expenditure of others* Monitor budget levels* Authorise expenditure in some cases* Assist with the compilation of budget

USAGE OF EQUIPMENT AND MACHINERY* Use a variety of equipment* Control equipment used by others* Influence on buying decisions




matters to colleagues and the public

JOB INFORMATION* Receive guidance/technical advice on wide

range of unrelated subjects in the absenceof an established framework where policyguidelines can be followed


PROBLEM SOLVING* Solve problems by analysing a variety of

information or referring to establishedprecedents or broad policy guidelines




* Project Management* Policy analysis and

development* Policy/objectives formulation* Budgeting* Media relations* Marketing communications* Facilitation* Research* Analytical thinking* Bibliographic* Ability to relate different

matters which have commondenominators




* Motivation* Negotiations* Cabinet memoranda* Press releases* Team building* Presentation


impact on existing methods/

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(a) (b) (c) (d)







* Investigate work procedures and matters* Organise press conference and interviews with the media* Contribute to strategic planning* Budget inputs/reports* Negotiate with stakeholders* Interpret directives* Evaluate reports of subordinates* Publicise articles on current policy directions in the country and

international problems* Promote service delivery* Provide advice and information on certain ethnic groups* Conduct research and write reports and/or articles about South

African past* Provide advice on heraldic matters* Contribute to strategic planning* Acquisition, cataloguing, classification and indexing of library

material* Provide information to clients for research on related topics which

are not necessarily identified by them* Compile press releases* Prepare speeches* Compile annual reports* Issue publications* Organise press conferences

KNOWLEDGE(See also Annexure A)Knowledge of a wide range of workprocedures and/or processes suchas:-* Finance (category B)* HR matters (category B)* Training (category C)* Compilation of management



* Procurement directives andprocedures


* How a department functions* Retrieval of information on

SABINET on line, Internet andother databases


SKILLS* Mathematics* Organisi ng* Ability to operate computer

(both hardware and software)* Problem solving* Interpersonal relationship* Conflict resolution

QUALIFICATION* Tertiary qualification* Grade 12 or equivalent




More than 10 years* Grade 12 or equivalent:

More than 10 years

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GUIDELINES:


-9(63)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

537-632 10 80266

50250 D

C5020100 Archivists, Curators and related professionals • Professionals and Managers 9 (59)

C5020200 Librarians and related professionals • Professionals and Managers 9 (59)

C5040100 Historians and Political Scientists • Professionals and Managers 9 (59)

C5040200 Language Practitioners, Interpreters, andother related communication personnel

• Professionals and Managers 9 (59)

C5070000 Authors, Journalists and other writers • Professionals and Managers 9 (59)



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(a) (b) (c) (d)

* Technical assistance, guidance and advice* Training and development* Establish control and planning

* Maintain discipline

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(a) (b) (c) (d)

analysis of complex information fromdifferent sources and levels wherejudgement is required to evaluate the bestcourse(s) of action


a section* Contribute towards strategic planning



INTERACTION WITH CLIENTS/STAFF* Exchange more detailed information

regarding departmental as well as PublicService policy/strategy

SUPERVISORY/MANAGEMENT* Supervision of personnel at lower levels* Formal disciplinary authority over

personnel* Authority in respect of quality control

* Management* Educational institutions* Media* International community* NGO* Library Suppliers* Local government authorities* Traditional leaders* Co-workers* Supervisors* Public* Legal practitioners* Private sector institutions* Other departments/provincial administrations

* Personnel Performance Management System* Train and develop personnel* Allocate tasks

-9(59)-




(a) (b) (c) (d)

matters* Plan exhibitions* Translate/edit documents

development* Media relations* Marketing communications

FINANCIAL RESOURCES* Monitor budget levels* Authorise expenditure in some cases* Assist with the compilation of budget

USAGE OF EQUIPMENT AND MACHINERY* Use a variety of equipment* Control equipment used by others* Influence on buying decisions





JOB INFORMATION* Receive guidance/advice on wide range of

unrelated subjects in the absence of anestablished framework


PROBLEM SOLVING* Solve problems by analysing a variety of

information or referring to establishedprecedents or broad policy guidelines

* Conclusions are reached through the


* Library material* Libraries* Offices* Museums


* Policy/objectives formulation* Budgeting* Facilitation* Research* Analytical thinking* Interviewing* Bibliographic* Ability to relate different


* Interpersonal relationship



* Complex notes, memo's andreports/drafting of speeches

* Motivation* Negotiations* Cabinet memoranda* Press releases* Team building* Presentation



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(a) (b) (c) (d)







* Investigate work procedures and matters* Organise press conferences and interaction with the media* Contribute to strategic planning* Negotiate with stakeholders* Budget inputs/reports* Interpret directives* Evaluate reports of subordinates* Report on current policy directions in the country and

international problems* Promote service delivery* Provide advice and information on certain ethnic groups and


African past* Provide advice on heraldic matters* Contribute to strategic planning* Acquisition, cataloguing, classification and indexing of library

material* Provide information to clients for research on related topics which

are not necessarily identified by them* Compile press releases* Prepare speeches* Compile annual reports* Issue publications* Organise press conferences* Liaise with different sectors and the broader community on policy

KNOWLEDGE(See also Annexure A)Knowledge of a wide range of workprocedures and/or processes suchas:-* Finance (category B)* HR matters (category B)* Training (category C)* Compilation of management



* Procurement directives andprocedures


* How a department functions* Retrieval of information from




(both hardware and software)* Problem solving* Conflict resolution* Project Management* Policy analysis and





Between 5 and 10 years* Grade 12 or equivalent:

More than 10 years

-9(57)-


GUIDELINES:


-9(55)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

484-579 9 80265

50249 D

C5020100 Archivists, Curators and related professionals • Professionals and Managers 9 (54)








-9(54)-




(a) (b) (c) (d)


a section* As supervisor, can influence that of others* Assist with strategic planning




regarding departmental as well as PublicService policy/strategy

SUPERVISORY/MANAGEMENT* Supervision of personnel at lower levels* Authority in respect of quality control* Technical assistance and advice* Training and development* Formal disciplinary authority

* Management* Media* International community* NGO* Local government authorities* Traditional leaders* Other departments/provincial administrations* Legal practitioners* Private sector institutions* Co-workers* Supervisors* Public


-9(53)-




(a) (b) (c) (d)

* Research* Analytical thinking


INVOLVEMENT WITH STORES* Use stores* Contribute towards the efficient


LAND AND BUILDINGS* Contribute towards the efficient

management of property



JOB INFORMATION* Receive guidance/advice on wide range of

unrelated subjects in the absence of anestablished framework

* Information will be unfamiliar to thepostholder and will require frequentinterpretation

PROBLEM SOLVING* Solve complex problems by applying

standing instructions or procedures orreferring to established precedents ornarrow policy guidelines

* Conclusions are reached by analysing avariety of possible solutions




* Media relations* Marketing communications* Interviewing* Bibliographic* Ability to relate different




information requiring difficultexplanation as well as tact anddiplomacy in some cases

* Routine notes, memo's andreports

* Cabinet memoranda* Motivation* Negotiations* Team building* Management reports* Presentation



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(a) (b) (c) (d)




* Policy development



FINANCIAL RESOURCES* Contribute towards budget inputs

* Provide management with information* Promote relations with relevant stakeholders* Investigate work procedures and matters* Contribute to strategic planning* Compile budget inputs/reports* Negotiate with stakeholders* Interpret directives* Write articles, brochures and other literature on current policy* Active service delivery in specialised field* Write history about the South African past* Study and explain socio- political customs and other cultural

aspects of races and nations* Process, approve and register heraldic representations, names,

special names and uniforms* Provide information to clients for research on related topics which

are not necessarily identified by them* Compile press releases* Prepare speeches* Compile annual reports* Issue publications* Liaise with different sectors and broader community* Plan exhibitions* Translate and edit language documents

KNOWLEDGE(See also Annexure A)Knowledge of a wide range of workprocedures and/or processes suchas:-* Finance (category B)* HR matters (category B)* Training (category B)* Compilation of management




* Meeting procedures* Retrieval of information from




(both hardware and software)* Problem solving* Conflict resolution* Project management* Policy analysis and

development* Facilitation skills



departmental language testcompiled by the Departmentof Arts, Culture, Science andTechnology, whereapplicable



Between 5 and 10 years

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GUIDELINES:


-9(50)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

432-527 8 80264

50248 D

C5020100 Archivists, curators and relatedprofessionals




C5040200 Language Practitioners, Interpretersand other related communicationpersonnel



-9(49)-




(a) (b) (c) (d)

-9(48)-




(a) (b) (c) (d)

PROBLEM SOLVING* Solve problems by applying standing

instructions or procedures or referring toestablished precedents or narrow policyguidelines


PLANNING* Planning in respect of own work* As teamleader, can influence that of others



INTERACTION WITH CLIENTS/ STAFF* Exchange detailed technical information

relating to specific fields dealing withvarious topics

SUPERVISORY/MANAGEMENT* Limited authority in respect of quality

control* Training and development* Technical advice and guidance* Formal disciplinary authority

* Management* Media* NGO* Traditional leaders* Co-workers* Other departments/provincial administrations* Legal practitioners* Private sector institutions* Public* Supervisors


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(a) (b) (c) (d)

* Formulation and editing


USAGE OF EQUIPMENT AND MACHINERY* Use a variety of equipment* Contribute towards the efficient

management of stores in terms ofdeveloping communicationpolicies/practices to assist managers ofstores





JOB INFORMATION* Receive guidance/advice on wide ranging

but related subjects within an establishedframework

* Information may be familiar to thepostholder but will require someinterpretation


* Stationary* Printing supplies* Publicity material to promote library function* Offices* Libraries* Museums


* Conflict resolution* Project Management* Analytical thinking* Media relations* Marketing communications* Facilitation* Interviewing* Ability to relate different


* Research* Interpersonal relationship


information requiring difficultexplanation relating to variousfields


* Negotiations* Motivation* Team building* Presentation



-9(46)-




(a) (b) (c) (d)






requiring frequent interpretation within anestablished framework

* Provide management with information* Promote image of public service institutions* Research/inputs about improvement to policy and procedures* Plan exhibitions* Formulate and manage work/ programmes and project objectives* Monitor policy outcomes* Compile budget inputs/reports* Negotiate with stakeholders* Translate and edit language/documents.* Evaluate public attitudes to improve policies* Active service delivery in specialised field* Write history about the South African past* Study and explain socio-political customs and other cultural

aspects of races and nations* Process and approve heraldic representations, names, special

names and uniforms* Provide information to clients for research on related topics which

are not necessarily identified by them.* Compile press releases* Prepare speeches* Compile annual reports* Issue publications* Organise press conferences* Liaise with different sectors and broader community

KNOWLEDGE(See also Annexure A)Knowledge of a wide range of workprocedures such as:-* Finance (category B)* HR matters (category B)* Training (category B)* Administration procedures



* Reporting procedures* How to do research/gather

information and analyse it* Procurement directives and

procedures* Compilation of management

reports* Programme/Project planning* Meeting procedures* Retrieval of information from

SABINET on line, Internet andother database



(both hardware and software)* Problem solving* Maintaining discipline






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GUIDELINES:


-9(44)-




(a) (b) (c) (d)

INTERACTION WITH CLIENTS/ STAFF* Exchange detailed technical information

relating to specific fields dealing withvarious topics

SUPERVISORY/MANAGEMENT* Supervision of clerical personnel at lower

levels* Authority in respect of quality control* Training and development* Formal disciplinary authority

* Management* Media* NGO* Traditional leaders* Co-workers* Other departments/provincial administrations* Legal practitioners* Private sector institutions* Public* Supervisors


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(a) (b) (c) (d)

* Conflict resolution









PLANNING* Planning in respect of own work* As supervisor, can influence that of others


policies/strategies for the department/provincial administration

* Advice regarding policies, interpretations etc.* Interviewing* Ability to relate different




information requiring difficultexplanation relating to variousfields


* Motivation* Team building



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(a) (b) (c) (d)

Level 7: Administrative Office Workers

UTILISATION CAPACITY* Office clerks who record, organise, store,

retrieve information and performadministrative functions related to the workin the office environment and/or dealdirectly with clients requesting/providing information

AUTONOMY* Specialist clerical and library tasks with

complex work content requiring frequentinterpretation within an establishedframework


USAGE OF EQUIPMENT AND MACHINERY* Use of variety of equipment* Contribute towards the efficient


INVOLVEMENT WITH STORES* Use stores

* Execute administrative outputs within given parameters:* Assist in rendering an efficient libra ry and information service* Administer basic HR matters* Mentoring which includes in-service person to person training of

new appointees/personnel

* Office: PC, photocopier, etc.

* Stationary

KNOWLEDGE(See also Annexure A)Knowledge of a wide range of workprocedures such as:-* Finance (category A/B)* HR matters (category A/B)* Training (category A/B)* Administration procedures




information and analyse it* Procurement directives and

procedures* Compilation of management

reports* Meeting procedures* Retrieval of information from

SABINET on line, Internet andother database



(both hardware and software)* Problem solving* Maintaining discipline* Formulation and editing

QUALIFICATION* Grade 10 or equivalent* Grade 12 or equivalent

TRAINING

EXPERIENCE* Grade 10 or equivalent:


More than 10 years

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GUIDELINES:

ADMINISTRATIVE OFFICEWORKERS

-9(40)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

379-474 7 80263

50247 D

B1010300 Library, Mail and related Clerks • Administrative Office Workers 9 (40)





C5040200 Language Practitioners, Interpretersand other related Communicationpersonnel


-9(39)-




(a) (b) (c) (d)




PLANNING* Planning in respect of own work* Contribute to planning of work processes in

a component

DECISION MAKING* Decisions in respect of own work* As team leader, decisions may be taken in

respect of the work of others

INTERACTION WITH CLIENTS/ STAFF* Exchange detailed information* Interact with user Committees

SUPERVISORY/MANAGEMENT* Assist with supervision of personnel at lower

levels* Training and development

* Management* Media* NGO* Other departments/provincial administrations* Co-workers* Supervisors* Public

* Assist with personnel evaluation* Allocate tasks* Train and develop personnel

-9(38)-




(a) (b) (c) (d)

- Assist with organisation of press conferences

FINANCIAL RESOURCES* Provide input to budgets

USAGE OF EQUIPMENT AND MACHINERY* Use a variety of equipment





* Office: PC, photocopier, etc.* Computer: Network equipment, etc* Audio-visuals and photographic equipment

* Stationary* Printing supplies* Offices* Libraries* Museums

* Advice regarding policies, interpretations etc

* Interpersonal relationship* Research* Analytical thinking* Media relations* Marketing communications


information requiring difficultexplanation


* Negotiations* Provide information requiring

complex explanation* Motivation* Presentation

CREATIVITY* Basic procedures and policies

are well established butinnovation is required to helpclients with research topics




* Cataloguing and classi fication* Information management* Human resource development

-9(37)-




(a) (b) (c) (d)





AUTONOMY* Specialist tasks of which the work content is

complex and requires occasionalinterpretation within an establishedframework

* Input, advice and improvement regarding application andinterpretation of functional directives, practices and proceduresincluding to:

- Publicise material- Translate/edit documents to comply with language policies and

directives- Assist manager with work related matters- Preserve cultural affairs- Liaise with different sectors and broader community on policy

issues- Promote the image of public service institutions- Assist the community to increase its quality of life- Provide information in libraries- Study and explain socio-political customs and other cultural

aspects of races and nations- Writing history about the South African past- Provide information to clients for research on related topics which

are not necessarily identified by them- Provide specialised information- Process heraldic representations, names, special names and

uniforms- Compile press releases- Prepare speeches- Issue publications- Compile annual reports

KNOWLEDGE(See also Annexure A)Knowledge of a wide range of procedures such as:-* Finance (category A/B)* HR matters (category A)* Administration procedures


* Planning and organising(category B)


information and analyse it* Meeting procedures* Use of Internet and other

database* Computer (category B)


(both hardware and software)* Problem solving* Formulation and editing* Conflict resolution* Interviewing* Facilitation* Ability to relate different






No experience

-9(36)-


GUIDELINES:


-9(35)-




(a) (b) (c) (d)

control* Training and development

-9(34)-




(a) (b) (c) (d)








others

DECISION MAKING* Decisions in respect of own work* As team leader, decisi on may be taken in

respect of the work of others


information requiring simpleexplanation, helpfulness andpoliteness


* Motivation* Presentation

CREATIVITY* Basic procedures and policies

are well established butinnovation is required to helpclients with research topics

INTERACTION WITH CLIENTS/ STAFF* Exchange detailed information* Interact with user Committees

SUPERVISORY/MANAGEMENT* Function as team leader to assist with

supervision of personnel* Limited authority in respect of quality

* Management* Media* NGO* Other departments/provincial administrations* Co-workers* Supervisors* Public


-9(33)-




(a) (b) (c) (d)



retrieve information and performadministrative functions related to the workin the office environment and/or dealdirectly with clients requesting/providinginformation

AUTONOMY* General clerical and library tasks of which

the content is difficult requires someinterpretation within an establishedframework

FINANCIAL RESOURCES* Receive payments of accounts



* Execute administrative outputs within given parameters* Assist in rendering an efficient library and information service* Administer basic HR matters* Mentoring which includes in-service person to person training of


* Issue receipts

* Office: PC, photocopier, etc.

* Stationary

KNOWLEDGE(See also Annexure A)Knowledge of a variety of workprocedures such as:-* Finance (category A/B)* HR matters (category A/B)* Stores (category B)* Training (category A/B)* Administration procedures




information and analyse it* Meeting procedures* Use of Internet and other

database* Computer (category B)


(both hardware and software)* Problem solving* Formulation and editing* Conflict resolution* Interviewing* Ability to relate different




TRAINING




-9(32)-


GUIDELINES:


-9(31)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

326-421 6 80262

50246 D

B1010300 Library, Mail and related Clerks • Administrative Office workers 9 (32)


• Professionals and Managers 9 ( 35)



C5040200 Language Practitioners, Interpretersand other related communicationpersonnel


-9(30)-




(a) (b) (c) (d)

* Limited authority in respect of quality control

-9(29)-




(a) (b) (c) (d)

JOB INFORMATION* Receive instruction/guidance on a single

subject area which is straight forward* Give work instruction on a single subject area

to subordinates* Responsible for conveying procedural

information in certain cases to colleaguesand clients


instructions or procedures* Conclusions are mainly reached by applying

mainly routine job processes but occasionalpossible courses of action may be comparedwith each other

PLANNING* Planning in respect of own work* As teamleader, can influence that of others* Assist with establishing norms and standards

for service delivery

COMMUNICATION* Routine verbal exchange of

information requiring simpleexplanation

* Routine notes/memo's/letters* Motivation

CREATIVITY* Basic creativity is required as

procedures and policies are wellestablished and little innovationis required

DECISION MAKING* Mostly in respect of own work* Decisions may be taken in respect of the work

of others

INTERACTION WITH CLIENTS/ STAFF* More interaction* More detailed general and procedural

information

SUPERVISORY/MANAGEMENT* Function as teamleader to assist with

supervision of general clerical responsibilitiesand other tasks performed on lower levels

* Co-workers* Supervisors* Public

* Assist with personnel evaluation* Train and develop personnel* Allocate tasks

-9(28)-




(a) (b) (c) (d)



retrieve information and perform administrative functions related to the work inthe office environment and/or deal directlywith clients requesting/providing information

AUTONOMY* General clerical and library tasks of which the

content is straight forward but requires someinterpretation within an establishedframework

FINANCIAL RESOURCES* Person may be responsible for the handling

of cash* Collecting financial data for the budget


INVOLVEMENT WITH STORES* Use stores* Assist with the efficient managing of stores

* Execute administrative outputs within given parameters:* Assist in rendering an efficient library and information service* Administer basic HR matters* Mentoring which includes in-service person to person training of


* Issue receipts

* Office: PC, photocopier etc* Library related equipment: Microfiche, projectors, video machines

* Stationary* Marketing and publicity material for libraries

KNOWLEDGE(Also see Annexure A)Knowledge of a limited range ofwork procedures and elementaryclerical duties such as:-* Finance (category A/B)* HR matters (category A/B)* Training (category A/B)* Stores (category B)* Administration procedures



* Reporting procedures* How to do basic research/gather

information* Procurement directives and

procedures* Knowledge of statistics* Computer (category A)

SKILLS* Numeracy/Mathematics* Organising* Ability to perform routine tasks* Ability to operate computer

(both hardware and software)* Basic interpersonal relationship* Problem solving* Maintaining discipline* Formulation and editing


TRAINING




-9(27)-


GUIDELINES:


-9(26)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

274-369 5 80261

50245 D


-9(25)-




(a) (b) (c) (d)


subject area which is straight forward* Give work instruction on a single subject area

to subordinates* Responsible for conveying procedural

information to colleagues and clients


instructions or procedures* Conclusions are reached by applying mainly

routine job processes but occasional possiblecourses of action may be compared witheach other

PLANNING* Planning in respect of own work* As teamleader, can influence that of others* Assist with establishing norms and standards

for service delivery


information requiringhelpfulness and politeness

* Routine notes/memo's/letters



DECISION MAKING* Mostly in respect of own work* Decisions may be taken in respect of the work

of others

INTERACTION WITH CLIENTS/ STAFF* Basic, general and procedural information


supervision of general clerical responsibilitiesand other tasks performed on lower levels

* Limited authority in respect of quality control


* Assist with personnel evaluation* Train and develop personnel* Allocate tasks

-9(24)-




(a) (b) (c) (d)



retrieve information and performadministrative functions related to the work inthe office environment and/or deal directlywith clients requesting/providing information

AUTONOMY* General clerical and library tasks of which the



of cash* Compile accounts of lost library material



* Handle less complicated routine tasks* Mentoring including in service person to person training of new

appointees/other personnel* Oversee work performance* Inspect work* Allocate tasks* Administer basic HR matters* Render an efficient library and information service to users* Assist with interlibrary loans

* Receive and deposit payments* Issue receipts

* Office: PC, photocopier etc.* Library related equipment: microfiche, projectors, video-machines,

microfilm

* Stationary* Marketing and publicity materials for libraries

KNOWLEDGE(Also see Annexure A)Knowledge of a limited range ofwork procedures and elementaryclerical duties such as:-* Finance (category A/B)* HR matters (category A/B)* Training (category A/B)* Stores (category A)* Administration procedures


* Planning and organising(category A/B)



procedures* Knowledge of statistics* Computer (category A)


(both hardware and software)* Basi c interpersonal relationship* Problem solving


TRAINING




-9(23)-


GUIDELINES:


-9(22)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

221-316 4 80260

50244 D


-9(21)-




(a) (b) (c) (d)


subject area which is straight forward* Give limited work instruction on a single

subject area to colleagues and clients


instructions or procedures* Conclusion are mainly reached by applying

routine job processes

PLANNING* Planning in respect of own work* As teamleader, can influence that of others

DECISION MAKING* Decisions in respect of own work



supervision of production personnel on lowerlevels








-9(20)-




(a) (b) (c) (d)



retrieve information and perform administrative functions related to the work inthe office environment and/or deal directlywith clients requesting/providing information

AUTONOMY* Routine clerical and library tasks of which the



of cash* Assist with compiling accounts for lost library

material

USAGE OF EQUIPMENT AND MACHINERY* Use a variety of equipment and machinery


* Handle less complicated routine correspondence/enquiries* Keep registers* Mentoring including in service person to person training of new

appointees/other personnel* Report problems* Check info system data* Organise library filing system* Administer basic HR matters* Retrieval and shelving of library stock* Keep statistics of stock available in the library* Stores services* Perform duties related to the printing and distribution of documents

* Receive and deposit payments* Issue receipts

* Office: PC, photocopier, etc

* Stationary

KNOWLEDGE(Also see Annexure A)Knowledge of a limited range ofwork procedures and elementaryclerical duties such as:-* Finance (category A/B)* HR matters (category A)* Stores (category A)* Telephone etiquette* Administration procedures


* Planning and organising(category A)



procedures* Clients needs* Computer (category A)


(software)* Basic interpersonal relationship* Problem solving


TRAINING

EXPERIENCE* Grade 10 or equivalent


No experience

-9(19)-


GUIDELINES:


-9(18)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

169-264 3 80259

50243 D


-9(17)-




(a) (b) (c) (d)


subject area which is straight forward


instructions or procedures

PLANNING* Planning in respect of own work



* Tracing misplaced library material


-9(16)-




(a) (b) (c) (d)



retrieve information and performadministrative functions related to the work inthe office environment and/or deal directlywith clients requesting/providing information

AUTONOMY* Elementary and routine clerical and library

tasks of which the content is straight forwardbut requires some interpretation within anestablished framework



* Assistance given to achieve properly attended libraries andmuseums

* Assistance given to promote cultural affairs and heraldic matters* Efficiently perform administrative activities* Compile registers* Capture data* Update library cards* Store library material

* Office: PC, photocopier, etc* Computer: Network equipment, etc

* Stationary* Printing supplies

KNOWLEDGE(Also see Annexure A)Knowledge of a limited range ofwork procedures and elementaryclerical duties such as:-* Finance (category A/B)* HR matters (category A)* Training (category A)* Stores (category A)* Data capturing* Administration procedures


* Planning and organising(category A)

* Computer (category A)

SKILLS* Numeracy* Organising* Ability to perform routine tasks* Ability to operate computer

(software)* Basic interpersonal relationship* Literacy




QUALIFICATION* Grade 10 or equivalent

TRAINING

EXPERIENCE* Grade 10 or equivalent:No experience

-9(15)-


GUIDELINES:


-9(14)-




(a) (b) (c) (d)




instructions or procedures

PLANNING* Planning in respect of own work




-9(13)-




(a) (b) (c) (d)

Level 2: Elementary Occupations

UTILISATION CAPACITY* Simple and routine tasks that require the use

of hand-held tools and often requires somephysical efforts

AUTONOMY* Structured work content with a few well-

defined tasks



* Basic maintenance of equipment and reporting defects* Perform duties related to the printing and distribution of documents* Distribute cleaning equipment* Stores service* Basic cleaning of library material* Fetch and deliver documents and articles* Distribute and collect documents and articles

* Ancillary: Cleaning equipment, etc

* Cleaning agents

KNOWLEDGE(Also see Annexure A)Knowledge of a limited range ofwork procedures and elementaryduties such as:-* Cleaning (category B)* Equipment (category A)* Administration procedures


* Courier services (category A)* Planning and organising

(category A)

SKILLS* Numeracy* Organising* Ability to perform routine tasks* Ability to operate equipment

and machines* Basic interpersonal relationship* Literacy



* Routine notes/memo's* Telephone etiquette

QUALIFICATION* ABET

TRAINING

EXPERIENCE* ABET:Between 0 and 2 years

-9(12)-


GUIDELINES:

ELEMENTARY OCCUPATIONS

-9(11)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

116-211 2 80258

50242 D

A1020000 Cleaners in offices, workshops,hospitals, etc.

• Elementary Occupations 9 (13)

A2010000 Messengers, porters and deliverers • Elementary Occupations 9 (13)

B1010300 Library, Mail and related clerks • Administrative Office Workers 9 (16)

-9(10)-




(a) (b) (c) (d)

Level 1: Elementary Occupations

UTILISATION CAPACITY* Simple and routine tasks that require the use

of hand-held tools and often requires somephysical efforts

AUTONOMY* Structured work content with a few well-

defined tasks


INVOLVEMENT WITH STORES* Uses stores



PROBLEM SOLVING* Refer problems to supervisor

INTERACTION WITH CLIENTS/ STAFF* Basic interaction

* Clean and create an orderly working environment* Clean vehicles* Operate cleaning machines and maintenance thereof* Elementary support to higher level work outputs* Fetch and deliver documents and articles* Distribute and collect documents and articles

* Ancillary: Cleaning equipment, etc.

* Cleaning agents

* Co-workers* Supervisors

KNOWLEDGE(Also see Annexure A)Knowledge of a few work proceduressuch as:* Cleaning (category A)* Equipment (category A)* Stores (category A)* Courier Services (category A)

SKILLS* Ability to operate elementary

machines* Basic literacy



QUALIFICATION* ABET

TRAINING

EXPERIENCE* ABET:No experience

-9(9)-


GUIDELINES:

ELEMENTARY OCCUPATIONS

-9(8)-




SALARYRANGE

SALARY CODE

CODE OCCUPATION

CATEGORY PAGE

0-158 1 80257

50241 D

A1020000 Cleaners in offices, workshops,hospitals, etc.

• Elementary Occupations 9(10)

A2010000 Messengers, porters and deliverers • Elementary Occupations 9(10)

9com/core/hkm - 9(7) - July 10, 2002

- 9(7) -

C. PROFESSIONALS AND MANAGERS

Personnel in this group are busy with increasing the existing pool of knowledge, applying scientific or artistic concepts and theories. Tasksperformed usually include conducting analysis and research, developing concepts, theories and operational methods and advising on orapplying existing knowledge related to physical sciences including mathematics, engineering and technology and also to life sciencesincluding the medical profession, as well as social sciences, humanities and legal and social services. Included in this category aremanagers who are primarily responsible to formulate policies, plan, direct and co-ordinate the general functioning of an organisation or (a)component(s) thereof. Most of the occupations in this group will normally require skills normally obtained through education which normallybegins at the age of 17 or 18 and lasts for 3 or more years and which usually leads to an university or postgraduate university degree. Supervision of other workers may be included. Examples of typical jobs in this category are indicated in the table below:

JOBS SALARY RANGES PAGE NUMBER

1. Archivists, Curators and related professionals 6-10 9(35)-9(59)

2. Librarians and related professionals 6-8 9(35)-9(49)

3. Historians and Political Scientists 6-8 9(35)-9(49)

4. Language Practitioners, Interpreters and Other related communicationpersonnel

6-8 9(35)-9(49)

5. Authors, Journalists and other writers 8-10 9(49)-9(59)

6. Middle Managers: Communication and Information related 9-12 9(54)-9(69)

7. Senior Management 13-15 9(75)-9(87)

NOTE: Although this CORE provides mainly for managers from salary range 9-15, it should be noted that professionals can also progress tohigher salary ranges provided that it is justified in terms of the results of job evaluation.

9com/core/hkm - 9(6) - July 10, 2002

- 9(6) -

PROFILE OF MAJOR GROUPS IN THIS CORE

A. ELEMENTARY OCCUPATIONS

Elementary occupations are normally responsible for simple and routine tasks. It mainly requires the use of hand held tools and often itrequires some physical effort. Furthermore, it also include the delivery of messages or goods. Supervision of other workers may beincluded. Most of the tasks at this level require skills normally obtained through ±5 year's education which normally begins at the age of ±7years. Examples of typical jobs in this category are indicated in the table below:


1. Cleaners in offices, workshops, hospitals, etc. 1-2 9(10)-9(13)

2. Messengers, Porters and deliverers 1-2 9(10)-9(13)

B. ADMINISTRATIVE OFFICE WORKERS

Clerks and Related Personnel.

Record, organise, store, compute and retrieve information related to the work in question. Other tasks that are also included is the recordingof written information on paper, or computers. Other clerical tasks could include contact with the public/clients. Most of the occupationsincluded in this group will normally require skills normally obtained through between and 6 year's of education which normally starts at theage of ±13. Supervision of other workers may be included. Examples of typical jobs in this category are indicated in the table below:


1. Library, Mail and related clerks 2-7 9(16)-9(40)

9com/core/hkm - 9(5) - July 10, 2002

- 9(5) -

SYNOPSIS OF CAREER PATH POSSIBILITIESMAJOR GROUP CAREER PATH

POSSIBILITIESWHAT IS NEEDED TO PROGRESS

(j) Facilitation(k) Conflict management(l) Financial management(m) Leadership(n) Planning and organising

The ability to negotiate , communicate, operate computer, make presentations, motivate,build a team, write notes, memo’s, letters and reports. Develop communication policies,draft speeches and cabinet memorandum as well as developing new ideas.

LEARNING INDICATORS

Knowledge and skills comparable to that normally obtained through formal studiestowards obtaining a university degree/national diploma or specific skills and knowledgerequired to function as a manager.

CORE’S THAT CAN BE CONSIDERED FOR CAREER DEVELOPMENT

- Human Resource and Support Personnel- Management and General Support Personnel- Administrative Line Function and Support Personnel

9com/core/hkm - 9(4) - July 10, 2002

- 9(4) -

C. Professionals and Managers

SYNOPSIS OF CAREER PATH POSSIBILITIESMAJOR GROUP CAREER PATH

POSSIBILITIESWHAT IS NEEDED TO PROGRESS

ELEMENTARY OCCUPATIONS Administrative OfficeWorkers

COMPETENCIES

Knowledge of elementary clerical duties eg finance , human resources practices as wellas the ability to capture data, operate computer and collecting statistics.

Knowledge and skills in liaising with clients and stakeholders, library procedures,recording information, tracing books and articles, ordering books and newsletters,dispatching and receiving procedures as well as drafting letters and memo’s.

LEARNING INDICATORS

Skills and knowledge comparable to that normally obtained through formal studies up toGrade 10.


Professionals and Managers COMPETENCIES

Knowledge and skills in the following areas :

(a) Operating photographic equipment(b) Liaison(c) Human resources(d) Training(e) Labour relations(f) Project management(g) Research(h) Policy /objectives formulation, development and analysis(i) Budgeting

9com/core/hkm - 9(3) - July 10, 2002

- 9(3) -

OVERVIEW OF CAREER PATH POSSIBILITIES

SALARYRANGE

JOBWEIGHTRANGE

PAGEINDEX

15 800-895 9(85) 15

14 747-8429(79)

13 695-790 9(73)

12 642-737 9(67)

11 589-684 9(62)

10 537-632 9(57)

9 484-579 9(52)

8 432-527 9(47)

9

7 379-474 9(38) 7

6 326-421 9(30) 6

5 274-369 9(26)

4 221-316 9(22)

3 169-264 9(18)

2 116-211 9(11) 2 2

1 0-158 9(8) 1

A. Elementary OccupationsB. Administrative Office Workers

CBA

MANAGERS

9com/core/hkm - 9(2) - July 10, 2002

- 9(2) -

NOTES:

(a) Utilisation of employees:

Employees who are utilized in a specific capacity and who are employed in terms of this CORE are subject to the requirements of the followingstatutory provisions:

To be determined during the further development of the CORE.

(b) Requirements for employment

Although guidelines in respect of the competency profile on each level in this CORE are provided, executing authorities are responsible to ensurethat the actual requirements for employment reflect the inherent requirements of a post. Executing authorities must also ensure that therequirements for employment are not in any way discriminatory.

(c) Salary codes

Salary codes in the prescriptive part of the CORE which have a D suffix are for the exclusive use of the South African National Defence Force.

- 9(1) –

comirp2/core/hkm - 9(1) - July 10, 2002

9. CODE OF REMUNERATION (CORE)

OCCUPATIONAL CATEGORY: COMMUNICATION AND INFORMATION RELATED PERSONNEL

CORE CODE: 00816

IMPLEMENTATION DATE: 1 JULY 1999

GENERAL SCOPE OF SERVICE DELIVERY:

THIS CORE IS A GUIDE IN RESPECT OF PERSONNEL EMPLOYED TO PROVIDE WORK OUTPUTS IN THE FOLLOWING AREAS OF SERVICEDELIVERY:

- Advice on heraldic matters- Advice on the socio-political customs and other cultural aspects of races and nations- Archivalia- Communication- Information Journalism- Language practice- Museum - Human Sciences related matters- Preservation of South African culture- Promotion of the image of Public Service Institutions- Satisfy informational and recreational needs pertaining to libraries and library material- Write history on the contemporary and non-contemporary South African past

-9 (90) -

9coma/core/hkm -9 (90) -



(a) (b) (c) (d)

CONTENT OF COMMUNICATION* Highly specialised information

SUPERVISORY/MANAGEMENT* Supervise/manage personnel* As part of managing branch, various advice

will be given, discipline will be maintainedand control and planning will be exercised.

* Departmental/Provincial administration policy/strategy* Technical/ professional* Public Service policy/ strategy


-9 (89) -




(a) (b) (c) (d)

PLANNING* Plan the work of the branch and often

influence the planning to be done in otherDepartments/ Provincial administrations

* Resource allocation* Projects* Statistical forecasting* Application of policy or procedures* Major financial planning* Contribution to Departmental/ Provincial administration strategic

planning

DECISION MAKING* Resolve job related problems referred to by

others* Authorise actions* Recommend/decide on issues that will

impact on the public service* Control projects* Recommend/approve actions requiring

major resource commitment by others* Amend existing practices and procedures for

their work area

INTERACTION WITH CLIENTS/STAFF* Complex and highly specialised/

professional information are exchanged ona high level

- Co-workers- Management- Senior management- Legal practitioners- Other departments/provincial administrations- Minister/Premier- Private sector organisations- General public- Academic i nstitutions- Media- International organisations

-9 (88) -




(a) (b) (c) (d)

USAGE OF EQUIPMENT AND MACHINERY* Overall responsibility for a wide variety of

equipment/machinery.

INVOLVEMENT WITH STORES* Contribute towards the efficient management

of stores

LAND AND BUILDINGS* Contribute towards the efficient management

of properties

ADVICE* The advice is highly specialised/ complex and

is normally available from few sources withinthe Public Service.

JOB INFORMATION* Spectrum of job information will be complex

and wide ranging.

PROBLEM SOLVING* Conclusion on broad policy are reached by

normally having to evaluate alternativeoptions which are very often totally new orunprecedented

* Ancillary* Service* Office* Computer* Vehicles

* Catering supplies* Stationary* Printing supplies* Maintenance supplies* Equipment

* Offices* Museums* Libraries

* Departmental/Provincial administration policy/strategy* Public Service policy/strategy* Public relations* Technical/policy matters

* Department/Provincial administration policy/strategy

COMMUNICATION* Provide/obtain sensitive

information requiring tact anddiplomacy

* Public appearances anddebating/negotiations

* Complex notes/ memos/letters* Sensitive press releases* Complex legal documents* Presentation* Management reports* Financial reports* Cabinet memoranda

CREATIVITY* Exceptional creativity is

required to develop completelynew methods/policies/understanding

-9 (87) -




(a) (b) (c) (d)


UTILISATION CAPACITY* High level specialist or top management

functions requiring frequent interpretation inthe absence of an established framework

AUTONOMY* Complex work content including policy

development and management as well asthe determination of direction/strategy.

FINANCIAL RESOURCES* Complex financial management

responsibilities.

* Organise all activities in such a way that all organisational goalsare achieved in the most effective manner including redirectingresources if necessary

* Determine all types of policy in the organisation within his/herpower of authority

* Liaise with other institutions and individuals and executecommitments with regard to public appearance

* Execute advisory commitments* Formulate strategic policies which will enable department/

provincial administration to successfully fulfill its role in deliveringa service to the community/clients

* Determine the most effective work procedures and methods toachieve organisational goals

* Compile budget and manage personnel activities responsible forbut within budgetary constraints

* Exercise control over all functions and personnel under his/hersupervision, in order to determine if organisational goals areachieved and taking corrective actions if deemed necessary

* The effective provisioning and utilisation of personnel by means ofeffective resource utilisation and the application of fair labourpractices in order to achieve organisational goals

* Represent the department/ provincial administration in high levelcommittees

* Ensure the implementation of Affirmative Action strategies

* Set budget levels* Major budget planning* Analyse financial data

KNOWLEDGE(See also Annexure A)Very deep knowledge of a widerange of activities are required suchas:* Training (category C)* HR matters (category C)* Finance (category D)* Technical

standards/procedures* Needs and priorities of

stakeholders* Planning and organising

(category D)* Computer (category B)

SKILLSAdvanced skills such as:* Analytical thinking* Research* Computer utilisation* Policy formulation* Financial Management* Management to ensure that

performance standards remainsadequate and thatresponsibilities are adhered towithin budget limits

* Adaptability during changes tomeet the goals

* Media relations* Change management* Diversity management

QUALIFICATION* Tertiary qualificati on plus

training and courses inmanagement practicesdepending on the area ofutilisation

TRAINING


More than 10 years

-9 (86) -


GUIDELINES:


-9 (85) -




SALARYRANGE

SALARYCODE

CODE OCCUPATION

CATEGORY PAGE

800-895 15 80271

50255 D








C6010200 Senior Management • Professionals and Managers 9 (87)

-9 (84) -




(a) (b) (c) (d)

INTERACTION WITH CLIENTS/STAFF* Complex and highly specialised/

professional information are exchanged ona high level


SUPERVISORY/MANAGEMENT* Supervise/manage personnel* As part of managing chief directorate,

various advice will be given, discipline willbe maintained and control and planningwill be exercised.

* Co-workers* Management* Senior management* Legal practitioners* Other departments/provincial administrations* Minister/Premier* Private sector organisations* General public* Academic institutions* Media* International organisations

* Departmental/Provincial administration policy/strategy* Public Service policy/ strategy* Technical/professional


-9 (83) -




(a) (b) (c) (d)



PLANNING* Plan the work of the chief directorate and

often influence the planning to be done inother Departments/Provincialadministrations





their work area

* Resource allocation* Projects* Statistical forecasting* Application of policy or procedures* Major financial planning* Contribution to Departmental/ Provincial administration strategic

planning

-9 (82) -




(a) (b) (c) (d)


responsibilities.

USAGE OF EQUIPMENT AND MACHINERY* Overall responsibility for a wide variety of

equipment/ machinery.


management of stores in terms ofdeveloping communicationpolicies/practices to assist managers of stores


management of properties in terms ofdeveloping communicationpolicies/practices to assist the managers ofproperties management.

ADVICE* The advice is highly specialised/ complex

and is normally available from few sourceswithin the Public Service.

JOB INFORMATION* Spectrum of job information will be

complex and wide ranging.



* Catering supplies* Stationary* Printing supplies* Maintenance supplies* Equipment






* Public appearances anddebating/negotiations

* Complex notes/memos/letters* Sensitive press releases* Complex legal documents* Presentations* Management reports* Financial reports* Cabinet memoranda



-9 (81) -




(a) (b) (c) (d)


UTILISATION CAPACITY* High level specialist or senior management

functions requiring frequent interpretation inthe absence of an established framework






* Execute advisory commitments* Formulate strategic policies which will enable the department/

administration to successfully fulfill its role in delivering a serviceto the community/clients




* The effective provisioning and utilisation of personnel by means ofeffective resource utilisation and the application of fair labourpractices in order to achieve organisational goals


* Ensure the implementation of Affirmative Action strategies

KNOWLEDGE(See also Annexure A)Very deep knowledge of a widerange of activities are required suchas:* Training (category C)* HR matters (category C)* Finance (category D)* Technical





performance standards remainsadequate and thatresponsibilities are adhered towithin budget limits


* Media relations* Marketing communications* Change management* Diversity management

QUALIFICATION* Tertiary qualification plus


TRAINING


More than 10 years

-9 (80) -


GUIDELINES:


-9 (79) -




SALARYRANGE

SALARYCODE

CODE OCCUPATION

CATEGORY PAGE

747-842 14 80270

50254 D









9coma/core/hkm -9 (78) - July 10, 2002

-9 (78) -



(a) (b) (c) (d)

SUPERVISORY/MANAGEMENT* Supervise/manage personnel* As part of managing directorate, various

advice will be given, discipline will bemaintained and control and planning willbe exercised.

* Public Service policy/strategy* Technical/Professional

* Performance Personnel Management Systems* Train and develop personnel* Allocate tasks* Maintain discipline


-9 (77) -



(a) (b) (c) (d)

PLANNING* Plan the work of the directorate and often

influence the planning to be done in otherDepartments/ Provincial administrations





their work area

* Resource allocation* Projects* Statistical forecasting* Application of policy or procedures* Significant financial planning* Contribution to Departmental/ Provincial administration strategic

planning

INTERACTION WITH CLIENTS/STAFF* More detailed and highly

specialist/professional information areexchanged on high level


* Co-workers* Management* Senior management* Legal practitioners* Other departments/provincial administra tions* Minister/Premier* Private sector organisations* General public* Academic institutions* Media* International organisations

* Departmental/Provincial administration policy/strategy


-9 (76) -



(a) (b) (c) (d)

USAGE OF EQUIPMENT AND MACHINERY* Overall responsibility for a wide variety ofequipment/machinery




management of property

ADVICE* The advice is highly specialised/complex

and is normally available from few sourceswithin the Department/ Provincialadministration

JOB INFORMATION* Spectrum of job information will be

complex and wide ranging.




* Catering supplies* Stationary* Printing supplies* Equipment* Maintenance supplies

* Libraries* Offices* Museums





* Public appearances anddebating/negotiation

* Complex notes/ memos/letters* Sensitive press releases* Presentation* Management reports* Financial reports* Cabinet memoranda




-9 (75) -



(a) (b) (c) (d)


UTILISATION CAPACITY* High level specialist or senior

management functions requiring frequentinterpretation in the absence of anestablished framework




responsibilities.




* Execute advisory commitments* Formulate strategic policies which will enable the department/

administration to successfully fulfill its role in delivering a serviceto the community/clients




* The effective provisioning and utilisation of personnel by meansof effective resource utilisation and the application of fair labourpractices in order to achieve organisational goals


* Ensure the implementati on of Affirmative Action Strategies


KNOWLEDGE(See also Annexure A)Very deep knowledge of a widerange of activities are required suchas:* Training (category C)* HR matters (category C)* Finance (category C)* Technical





performance standardsremains adequate and that responsibilities are adhered towithin budget limits


* Media relations* Marketing communications* Change Management* Diversity Management

QUALIFICATION* Tertiary qualification plus


TRAINING


More than 10 years


-9 (74) -

GUIDELINES:


-9 (73) -




SALARYRANGE

SALARYCODE

CODE OCCUPATION

CATEGORY PAGE

695-790 13 80269

50253 D









9comp/core/

3

SALARY RANGE CURRENT POST CLASSES/ RANKS

Principal State HeraldAssistant Director: Human Science MuseumAssistant Director: Cultural AffairsAssistant Director: Communication

11 Deputy Director: Language PractitionerDeputy Director: Community LiaisonAssistant Chief EthnologistDeputy Director: Library ServicesDeputy Director: History WritingDeputy Director: ArchivesDeputy Director: Public RelationsChief State HeraldDeputy Director: CommunicationDeputy Director: Human Science MuseumDeputy Director: Cultural Affairs

12 Deputy Director: Language ServicesDeputy Director: Community LiaisonAssistant Chief EthnologistDeputy Director: Library ServicesDeputy Director: ArchivesDeputy Director: Public RelationsDeputy Director: History WritingChief State HeraldDeputy Director: Human Science MuseumDeputy Director: Cultural AffairsDeputy Director: Communication

13 Director and equivalent

14 Chief Director and equivalent

15 Deputy Director-General and equivalent

9comp/core/

2


Assistant EthnologistHistorianAssistant Museum Human ScientistPublic Relations OfficerAssistant State HeraldArchivist

7 Senior Language PractitionerSenior Community Liaison OfficerEthnologistSenior HistorianChief Administration ClerkSenior LibrarianSenior ArchivistSenior Cultural OfficerSenior Communication OfficerChief Library AssistantSenior Public Relations OfficerSenior ArchivistState HeraldMuseum Human Scientist

8 Principal Language PractitionerChief Community Liaison OfficerSenior EthnologistPrincipal HistorianPrincipal LibrarianPrincipal ArchivistPrincipal Cultural OfficerPrincipal Communication OfficerPrincipal Public Relations OfficerInformation JournalistSenior State HeraldPrincipal Museum Human Scientist

9 Chief Language PractitionerAssistant Director: Community LiaisonPrincipal EthnologistAssistant Director: History WritingAssistant Director: ArchivesSenior Information JournalistAssistant Director: Public RelationsPrincipal State HeraldAssistant Director: Library ServicesAssistant Director: Human Science MuseumAssistant Director: Cultural AffairsAssistant Director: Communication

10 Chief Language PractitionerAssistant Director: Community LiaisonPrincipal EthnologistAssistant Director: Library ServicesAssistant Director: History WritingAssistant Director: ArchivesSenior Information JournalistAssistant Director: Public Relations

9comp/core/

GUIDE: TRANSITION TO CORE: COMMUNICATION AND INFORMATION RELATEDPERSONNEL

(9COMP)

OCCUPATIONAL CLASSES

Administration ClerkArchivistCleanerCommunication OfficerCommunity Liaison OfficerCultural OfficerEthnologistHistorianInformation JournalistLanguage PractitionerLibrarianLibrary AssistantManagement EchelonMessengerMuseum Human ScientistPublic Relations OfficerState Herald


1 Cleaner IMessenger

2 Cleaner IIAdministration Clerk Grade ILibrary Assistant Grade ISenior Messenger

3 Administration Clerk Grade IILibrary Assistant Grade II

4 Senior Administration Clerk Grade ISenior Library Assistant Grade I

5 Senior Administration Clerk Grade IISenior Library Assistant Grade II

6 Language PractitionerLibrarianCultural OfficerCommunication OfficerSenior Library Assistant Grade IIISenior Administration Clerk Grade IIICommunity Liaison Officer

core - communication and information related personnel€¦ · ·...

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